Top Senior HR Jobs in Dallas, TX

The HR Manager will lead the onboard HR team, provide expert advice on HR policies, manage employee relations, and ensure compliance with regulations while promoting a positive work culture.

The Director of Human Resources drives organizational growth through strategic HR leadership, focusing on employee relations, compliance, and effective people strategies across global regions.

Serve as a strategic HR advisor to leaders and managers, aligning talent strategies with business goals. Drive organizational effectiveness, talent management, employee relations, workforce planning, compensation guidance, change management, and leadership development. Coach managers, support hiring/onboarding/performance processes, lead HR projects, ensure compliance, and use data to identify trends and recommend solutions in a fast-growing, remote environment.

The HR Coordinator will manage HR processes, support onboarding and compliance, maintain employee records, and partner with leaders to ensure HR alignment globally.

Provide strategic HR partnership to VPs and senior leaders across corporate functions, advising on organizational design, workforce planning, succession, and talent strategy. Coach leaders on performance, change, and team dynamics; lead HR initiatives, enable restructures and leadership transitions; translate enterprise HR programs into practical execution and collaborate with HR Centers of Excellence.

Manage HR operations for assigned teams: lead employee relations and investigations, implement HR initiatives, ensure compliance with federal/state/local laws (California focus), partner with leadership on human capital strategy, support leave management, and provide conflict resolution and HR guidance. Travel to marina sites (~30%) and perform other duties as assigned.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

The HR Business Partner collaborates with the HR team to implement HR initiatives, focusing on employee relations, recruitment, succession planning, and performance management.

Lead HR data strategy, consolidate HR systems (Workday, One Model, SharePoint), build executive dashboards and predictive analytics, govern HR data quality, partner with vendors, enable self-service analytics, and support HR operations and strategic initiatives.

Serve as a hands-on HR Business Partner for ~200+ employees across distributed logistics sites. Provide strategic HR guidance, manage complex employee relations and investigations, support performance management, workforce planning, recruiting alignment, benefits/HRIS inquiries, training needs, and site visits. Balance day-to-day employee support with longer-term business initiatives and lead HR programs and special projects.

Lead Workday governance, roadmap, and end-to-end delivery of HR system enhancements. Combine project management and business analysis to elicit requirements, design Workday solutions, manage risks, coordinate testing and deployment, and drive stakeholder alignment and adoption across HR, IT, and business partners.

The HR Manager oversees HR strategies and programs, collaborates with leadership on employee relations, manages performance, and enhances crew welfare and engagement.

As an HR Business Partner Senior Lead at PMG, you will align talent strategies with business priorities, drive organizational effectiveness, and lead impactful HR programs to foster a high-performance and inclusive culture.

Serve as primary HR partner to assigned client groups, advising leaders on workforce planning, organizational design, performance and employee relations. Execute HR programs (performance, succession, compensation), coordinate with HR COEs, manage HR transactions, analyze HR data, and support cross-functional initiatives to align talent with business priorities.

Senior People Business Partner advising GTM leaders on org design, leadership effectiveness, talent strategy, succession planning, and organizational health. Support team effectiveness, onboarding, retention, and People function scaling in a fast-growing, globally distributed AI company while mentoring and coaching PBPs and executing both strategy and hands-on programs.

The Senior HR Business Partner aligns people strategies with business growth, drives performance management, supports talent strategy, and leads leadership development initiatives for U.S. Sales.

The HR Business Partner is responsible for enhancing organizational health, supporting leadership effectiveness, and improving employee performance through coaching, employee relations and performance management strategies.

Support M&A due diligence by collecting and validating HR data, analyzing compensation and benefits, building workforce and cost models, identifying compliance risks, and preparing executive-ready PowerPoint and Excel deliverables to inform integration and deal decisions.

The Head of HR strategically leads all HR functions, fostering a positive workplace culture while managing talent acquisition, employee relations, and compliance.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.

Serve as the regional HR Business Partner managing complex employee relations, conducting workplace investigations, advising and coaching managers, supporting workforce planning and compliance, driving culture and employee experience initiatives, and analyzing people metrics to recommend proactive interventions across multiple clinic locations.

Lead HR strategy and operations: employee relations, conflict resolution, performance management, onboarding, pay equity audits, training, policy compliance, and HR reporting. Partner with executive leadership and board to align HR with organizational goals and maintain confidential personnel records.

Lead HR strategy and operations for a multi-state, multi-unit restaurant business. Ensure federal and California labor law compliance, manage employee relations and investigations, build scalable HR policies and systems, oversee payroll/benefits, HRIS implementation, workforce planning, training, audits, and partner with operations to improve retention and performance. Remote role with travel to restaurants as needed.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Lead HR data governance and a team responsible for Workday employee data integrity. Set standards, run audits, resolve complex multi-entity data issues, support cyclical programs (comp/performances), and drive automation/AI initiatives while partnering cross-functionally with HRIS, Payroll, Finance, Legal, and internal audit.